A Study On Impact of Flexible Working Condition Towards Job Satisfaction at Himatsingka Seide Limited in Doddaballapura

International Journal of Scientific Research in Engineering and Management (IJSREM)
Volume: 07 Issue: 11 | November - 2023 SJIF Rating: 8.176 ISSN: 2582-3930
A STUDY ON IMPACT OF FLEXIBLE WORKING CONDITION TOWARDS JOB

SATISFACTION AT HIMATSINGKA SEIDE LIMITED IN DODDABALLAPURA
Author-
Jahnavi V J 2nd year MBA,
Department of Management Studies,
Sai Vidya Institute of Technology, Rajanukunte, Bengaluru.
Co-Author-
Prof. Ningambika G Meti Assistant Professor,
Department of Management Studies,
Sai Vidya Institute of Technology, Rajanukunte, Bengaluru.
I. ABSTRACT:
The relationship between flexible working arrangements and job happiness is examined in this
abstract. It investigates the effects of flextime, reduced workweeks, and other flexible work
arrangements on workers' overall job satisfaction levels. The abstract discusses numerous research'
conclusions on the benefits of flexible work arrangements for job satisfaction, including enhanced work-
life balance, increased autonomy, and decreased stress from commuting. It also discusses potential
issues and concerns with flexible working, emphasising the importance of strong organisational support
and excellent communication to get the best results. The summary highlights the expanding significance
of flexible work arrangements in determining contemporary workplace dynamics and their function in
promoting higher employee job satisfaction.
KEYWORDS: Flexible Working, Compressed Work Week, Telecommuting, Flextime, Flexplace, Flex
Hours.
© 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM26627 | Page 1

II. INTRODUCTION:
“The kinds of arrangement are about workers are provided the options for scheduling. In the flexible
working the hours of day is fixed but the starting and ending time of work will be chosen by the
employees. These types of arrangement useful to balance the life of employees.” Excellent operating
order can promote productivity, job satisfaction , and overall well-being of employees, while inadequate
workplace conditions may result in stress, burnout, and physical or mental health issues. Employers
have a responsibility to guarantee that the place of work is healthy and safe for its personnel, and laws
and regulations often dictate specific standards that must be met.
Types of flexible working arrangement are:
• Flextime
• Flexplace
• Part time work
• Project-based work
• Weekend-based work etc.
Importance of the working conditions in organizations:
• Employee Health and Safety

• Job Satisfaction
• Performance and Productivity
• Recruitment and Retention
• Legal Compliance
III. LITERATURE REVIEW:

1. Flexible work arrangements and it’s impact on work-life balanceAuthors : Anurag Shanker
Journal: Emerging technology and business management 10 (2),3 2023
Year of published: 2023
Flexible work arrangements they are a crucial part of the ecosystem of forward-thinking businesses.
Corporations that offer their staff members flexible work schedules have multiplied exponentially.
Numerous elements of flexible work arrangements, both individually and collectively, contribute to
enhancing employees' general wellbeing.

2. Flexible work schedules' effects on employee’s engagement and satisfaction: An

exploratory study of employee age and gender
Authors : Aline Botrel Vilela
Journal : Dublin, National college of irland
Year of Published: 2021
Employee engagement may be influenced by flexible work arrangements like ability to choose working
hours and preference for wearing a uniform. The effectiveness of employees may also be enhanced by
these procedures, which ultimately helps businessessucceed.
3. Evaluating employment satisfaction and the impact of flexible scheduling Authors: Simpson
Osiemo Onyango
Journal: Business and management studies
If staffs are motivated to carry out responsibility that they assume and if they find their work fascinating
and meaningful is the biggest challenge facing enterprises. The design work has a big influence on how
satisfied an individual feels at work. Organisations will be able to retain the best talent pool and find off
competition by understanding job design approaches and their influence on contentment at work.
4. Overview of job satisfaction and flexible on employee performanceAuthors: Jamal Mustakim

Journal: Mahasiswa Humanis 2 (2), 82-90,2022
Behind accomplishment of the performance are numerous advantages that the business enjoys, such as
development, the accomplishment of objectives, increase to work productivity, the maintenance of
management systems, on increase the sales, and the number of clients. As results, performance is given
more consideration within the organisation.
5. The influence of scheduling flexibility on the firm's competitive edge. Authors: Oksana Pavlova
Journal: Vladas Gronskas international scientific conference , 55-61
Businesses in the modern marketplace are required to consider the fact that, compete with other
businesses, they must entice the greatest people capable of making innovative decisions. The most
recent edition of World Competitiveness Report states that employees are looking for flexibility even
however they are normally seen as erratic and lacking in abilities. To promote themselves as desirable
employers, businesses aim to offer enticing working circumstances.

OBJECTIVES OF STUDY
1. To understand the existing flexible working condition at Himatsingka seide ltd.
2. To determine the key factors that contribute to job satisfaction among employees whohave access
to flexible working arrangements.
3. To examine the relationship between flexible working conditions and job satisfaction.
4. To assess the strategies for organizations seeking to implement flexible working conditionsto
improve job satisfaction and overall employee well-being.
IV. RESEARCH METHODOLOGY:
Tools for analysis:

The data collected is analysed with the following tools.
A. Charts
B. Tables
Sampling: Sampling techniques are methods used to select a subset of individuals or unitsfrom a larger
population for the purpose of research or data analysis. The selected sample should be representative of
the population to ensure the generalizability of the findings.
Sampling technique: In the simple random technique, 114 employees are chosen as sampleunits from
a total of 400 population.
Questionnaires:
In the total 45 questions were asked for the survey questionnaires, in that there are 5 demographic
questions (ordinal questions) based question & other 40 questions are nominal questions based on
objectives were asked to the respondents.
Types of hypothesis:
1. Null hypothesis
2. Alternative hypothesis
Hypotheses for the study:

• H0: At Himatsingka Seide Limited, there is no discernible correlation between job
satisfaction and flexible working conditions.
• H1: At Himatsingka Seide Limited, there is a considerable correlation between jobsatisfaction
and flexible working conditions.

Statistical tool:
Statistical tools are used to analyse and interpret data in order to make meaningful conclusions and
inferences. the choice of statistical tool depends on the type of data, research design, and the specific
research question or objectives, here are some commonly used statistical tools.
V. ANALYSIS:
Data analysis and interpretation were done using SPSS software.
CHI – SQUARE ANALYSISTABLE: 5.1
Age * Employees are encouraged to discuss and negotiate flexible work options with their
supervisors.
Chi-Square Tests
Asymptotic
Value df Significance(2-sided)
Pearson Chi-Square 9.097a 9 .428
Likelihood Ratio 10.554 9 .308
Linear-by-Linear Association .550 1 .458
N of Valid Cases 114

a. 9 cells (56.3%) have expected count less than 5. The minimum expected count is .45.
INTERPRETATION:
It's evident the preceding table that the null hypothesis is accepted because the p- value is .428.
more than significant level, or >(0.05). Above table shows Chi-Square tests examining relationship b/w
age and encouraged to discuss and negotiate elastic labor selections with their supervisors. The Pearson
Chi-Square value is 9.097, with a p-value of 0.428. Likelihood Ratio and Linear-by-Linear Association
tests yield values of 10.554, 0.308, and 0.550, respectively. Valid cases include 114.

CORRELATION ANALYSISTABLE:5.2
Correlations
Q1 Q2 Q11 Q12 Q21 Q22 Q31 Q32
Q1 Pearson 1 .433** .501** .150 .227* .195* .168 -.057
Correlation
Sig. (2-tailed) <.001 <.001 .111 .015 .037 .074 .545
N 114 114 114 114 114 114 114 114
Q2 Pearson .433** 1 .133 .193* .124 .078 .153 -.042
Correlation
Sig. (2-tailed) <.001 .157 .039 .188 .407 .104 .656
N 114 114 114 114 114 114 114 114
Q11 Pearson .501** .133 1 .237* .195* .189* .238* .095
Correlation
Sig. (2-tailed) <.001 .157 .011 .037 .044 .011 .317
N 114 114 114 114 114 114 114 114
Q12 Pearson .150 .193* .237* 1 .254** .236* .203* .207*
Correlation
Sig. (2-tailed) .111 .039 .011 .006 .011 .030 .027
N 114 114 114 114 114 114 114 114
Q21 Pearson .227* .124 .195* .254** 1 .225* .319** .265**
Correlation
Sig. (2-tailed) .015 .188 .037 .006 .016 <.001 .004
N 114 114 114 114 114 114 114 114
Q22 Pearson .195* .078 .189* .236* .225* 1 .179 .123
Correlation
Sig. (2-tailed) .037 .407 .044 .011 .016 .057 .193
N 114 114 114 114 114 114 114 114
Q31 Pearson .168 .153 .238* .203* .319** .179 1 .219*
Correlation
Sig. (2-tailed) .074 .104 .011 .030 <.001 .057 .019
N 114 114 114 114 114 114 114 114

Q32 Pearson -.057 -.042 .095 .207* .265** .123 .219* 1

Correlation
Sig. (2-tailed) .545 .656 .317 .027 .004 .193 .019
N 114 114 114 114 114 114 114 114
**. Correlation is significant at the 0.01 level (2-tailed).
*. Correlation is significant at the 0.05 level (2-tailed).
INTERPRETATION:
The study discovered strong positive relationships between noise, temperature, humidity, social & cultural
elements, and physical environment in the workplace. Positive social also cultural traits that are most
likely to be perceived positively by employees who perceive a positive physical environment. Audible
levels therefore there is considerable positive link between temperature and humidity. precise
performance Access to technology, fostering teamwork, and raising expectations have substantial
beneficial correlations. Overall for workers to prosper, an inviting place to work atmosphere is crucial.
FREQUENCIESTABLE:5.3
The organization provides clear guidelines and policies regarding flexible working
arrangements.
Frequency Percent Valid Percent Cumulative Percent
Valid Strongly disagree 3 2.6 2.6 2.6
Disagree 2 1.7 1.8 4.4
Agree 81 70.4 71.1 75.4
Strongly Agree 28 24.3 24.6 100.0
Total 114 99.1 100.0
Missing System 1 .9
Total 115 100.0

INTERPRETATION:
According to frequency chat above, 71.1% of workers concur that their company has clear policies and
guidelines on flexible working arrangements. Additionally, 24.6% of most responders firmly concur that
their organisation follows all policies. However, we can see that 2.6% majority of employees vehemently
disagree that their staffs does not provide flexible working arrangements rules. And 1.8% of them
disagree.
ONE WAY ANOVA:
TABLE: 5.4
ANOVA
Sum of Mean
Squares df Square F Sig.
Employees are Between 1.199 3 .400 .987 .402
encouraged to discuss Groups
and negotiate flexible
work options with Within 44.555 110 .405
their supervisors. Groups

Total 45.754 113
The organization offers Between 1.189 3 .396 .842 .473
a variety of flexible Groups
work
arrangements, such as Within 51.732 110 .470
flexible hours or Groups
telecommuting. Total 52.921 113
INTERPRETATION:
• The impacts of money and other there is no discernible correlation b/w the variables.. P(.402)>0.05 is
acceptable for standard of living practices, & the null hypothesis is acknowledged.
• The null hypothesis is not allowed since there is a substantial connection between the influence of
financial and non-financial advantages on the structure, P(.473)>0.05.

T- TEST: TABLE: 5.5
Paired Samples Correlations

Significance
N Correlation One-Sided p Two-Sided p
Pair 1 Employees are encouraged to 114 .215 .011 .022
discuss and negotiate flexible
work options with their
supervisors. & The
organization offers a variety
of flexible work
arrangements, such as flexible
hours or
telecommuting.
Pair 2 The organization provides a 114 .237 .006 .011
safe and comfortable physical
work environment. & The
organization offers
competitive compensation
and benefits packages.
Pair 3 Flexible working conditions 114 .225 .008 .016
contribute to a better work-
life balance. & The
availability of flexible
working arrangements
fosters a positive work
environment.

Pair 4 Offering options for remote 114 .163 .042 .084

work or telecommuting would
positively impact job
satisfaction and employee
well-being. &
Implementing policies that
support a healthy work-life
balance would improve job
satisfaction and employee
well-being.
INTERPRETATION:
The table displays paired samples correlations and t-tests for four pairs of variables pertaining to
employee views of flexible working conditions. Although the connections do not meet the statistical
threshold, they do indicate a weak positive link between elements like staff collaboration, social
interaction, and access to equipment. Additionally, nearby is no statistical significance for the
correlation coefficients. For all four pairs, the association quantities are almost nil, showing that
people's perceptions are usually similar or slightly more favourable for the first variable in each pair.
Employee perceptions between the matchedvariables do not differ statistically significantly.
FINDINGS:
• Flexible working arrangements most employees 71.1%, in general, concur that their company has
clear rules and regulations in place for FWAs. This implies that the business has worked to encourage
work-life balance for its personnel.
• The vast majority of workers 64.9% concur that the company regularly gives feedback and
performance reviews to help them improve. 12.3% of employees, however, disagree, indicating that the
feedback methods may need to be improved.
• The majority of staff members 72.8% believe that the workload allocation within the firms is
equitable and manageable.
• A sizable portion 75.4% believe that the company fosters a culture of work-life harmony as well as
employee well-being.

SUGGESSTIONS:
• The majority for workers has clear guidelines for flexible working, it is crucial to always develop.
Maintaining policy relevance and alignment with employee requirements and the changing workplace
requires regular evaluation and updating.
• The issues identified by the 12.3% of employees who object to routine performance evaluations
and feedback. Make certain that assessments to perform are carried out. objectively and consistently.
Implement feedback systems that aid in the growth of your career.
• Encourage Work-Life Integration: Encourage work-life integration additionally to work- life
balance to help employees successfully juggle their personal and professional lives. To allow for
individual working preferences and obligations, be flexible.
• Promote Work-Life Balance: Take advantage of the company's reputation for supporting employee
wellbeing and work-life balance. To establish better work-life balance, encourage employees to utilize
flexible work options.
CONCLUSION:
The study investigates operating about home's consequences conditions towards job satisfaction at
Himatsingka seide limited. The outcomes display a significant beneficial the connection b/w FWAs &
workers' job satisfaction. In light of the study, workers at Himatsingka Seide limited who had contact to
supple working alternatives, like remote work possibilities, variable hours, and the flexibility to manage
their work environment, showed better more content about their positions than those with fixed
schedules. The introduction of flexible working arrangements had a favourable impact on many facets
of employees' employment experiences. It had a large impact on the improvement of work-life balance,
the decrease of commute-related stress, and a higher sense of independence and control over their job
duties.
VI. LIMITATIONS:
• Sample does not include every worker in companies. As such, it might not accurately reflect the
views of every employee within the company. It is likely that generalisationsare not truly representative.
• Analysing the psychological issues that staff have in relation to their stress levels is equally
challenging.

• One exists greater tendency of the fluctuation in the response and behavior of therespondents.
REFERENCES:
• Human Resource Management- Ashwathappa
• Himatsingka Seide Limited Union Book material.
• The alliance managing talent in the networked age.
• The talent management handbook.
• https://projectsolutionz.com.ng/flexible-working-condition-and-its-impact-on-performance-and-
job-satisfaction/
• https://www.inspirajournals.com/issue/downloadfile/2/VolumnePages/vjZAKRN4y0jRw5VpD8QP
• https://www.himatsingka.com/about

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International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 07 Issue: 11 | November - 2023 SJIF Rating: 8.176 ISSN: 2582-3930

A STUDY ON IMPACT OF FLEXIBLE WORKING CONDITION TOWARDS JOB

Jahnavi V J 2nd year MBA,

Department of Management Studies,

Sai Vidya Institute of Technology, Rajanukunte, Bengaluru.

Prof. Ningambika G Meti Assistant Professor,

Department of Management Studies,

Sai Vidya Institute of Technology, Rajanukunte, Bengaluru.

© 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM26627 | Page 1

Importance of the working conditions in organizations:

• Employee Health and Safety

III. LITERATURE REVIEW:

© 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM26627 | Page 2

2. Flexible work schedules' effects on employee’s engagement and satisfaction: An

4. Overview of job satisfaction and flexible on employee performanceAuthors: Jamal Mustakim

© 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM26627 | Page 3

IV. RESEARCH METHODOLOGY:

Tools for analysis:

Hypotheses for the study:

© 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM26627 | Page 4

Data analysis and interpretation were done using SPSS software.

CHI – SQUARE ANALYSISTABLE: 5.1

N of Valid Cases 114

© 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM26627 | Page 5

© 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM26627 | Page 6

Q32 Pearson -.057 -.042 .095 .207* .265** .123 .219* 1

© 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM26627 | Page 7

ONE WAY ANOVA:

their supervisors. Groups

flexible hours or Groups

telecommuting. Total 52.921 113

© 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM26627 | Page 8

T- TEST: TABLE: 5.5

Paired Samples Correlations

© 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM26627 | Page 9

Pair 4 Offering options for remote 114 .163 .042 .084

© 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM26627 | Page 10

© 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM26627 | Page 11

© 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM26627 | Page 12

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